Research On The Relationship Between Career Adaptability, Organizational Career Management And Work Input

In the boundaryless career era, for how individuals dealt with the unpredictability, uncertainty and other problems of career development, career psychologists proposed the concept of career adaptability. This study aimed at investigating the value of career adaptability in the organization. The 405 employees from several corporations in Nanjing, Wuxi, Suzhou, Changzhou, Xuzhou, Chengdu participated in the formal study which explored the relationship of career adaptability, organizational career management and work engagement by using the method of questionnaire. And the collected data were analyzed by the analysis software of SPSS19.0, LISREL8.8 and AMOS21.0. The main findings were as follows:(1) The Career Adapt-Abilities Scale-China Form had a good applicability in enterprise employees, including career concern, career control, career curiosity and career confidence. This scale showed a reasonable reliability and validity. The revised Organizational Career Management Scale consisted of five components, which were system security, communication of job information, training and learning, self recognition and career guidance. This scale showed a satisfactory reliability and validity. The revised Work Engagement Scale was composed of three dimensions which were vigor, dedication and observation. This scale showed a good reliability but the validity was not so good.(2) Working experience, enterprise nature, the level of position and educational background had significant effects on career adaptability. Enterprise nature had a significant effect on organizational career management. And working experience had a significant effect on work engagement.(3) Career adaptability, organizational career management and work engagement were significantly positive correlated pairwise. The result of hierarchical regression analysis showed that career concern and career confidence positively predicted work engagement. And system security and training and learning also had the same effect.(4) Career adaptability partially mediated the relationship between organizational career management and work engagement.